本文關(guān)鍵詞： 中層管理者 勝任素質(zhì)模型　出處：《電子科技大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：現(xiàn)代企業(yè)間的競爭,不管多么錯綜復(fù)雜,最終都聚焦于企業(yè)人才的競爭。對于一個企業(yè)而言,要想在激烈的市場競爭中立于不敗之地,需要持續(xù)提高組織內(nèi)成員的能力和績效水平,換句話說,企業(yè)核心員工的能力素質(zhì)決定了企業(yè)的核心競爭力。本文研究的通信運營商,屬于國有大型企業(yè),當前正處于轉(zhuǎn)型的關(guān)鍵時期。近年來,受到來自移動互聯(lián)網(wǎng)的強烈沖擊,移動流量爆發(fā)式增長,OTT業(yè)務(wù)給運營商短信和語音業(yè)務(wù)帶來巨大影響,造成增量不增收的現(xiàn)象,信息消費不斷向終端和應(yīng)用轉(zhuǎn)移。同時營改增政策,以及提速降費對運營商的成本和收入端造成壓力。通信行業(yè)的同質(zhì)化競爭愈發(fā)嚴重,三大運營商面臨被管道化和邊緣化的局面。在企業(yè)轉(zhuǎn)型的關(guān)鍵期,中層管理者作為企業(yè)發(fā)展的核心力量,他們對公司的發(fā)展起著舉足輕重的作用。當前,企業(yè)沿用老國企傳統(tǒng)的人才選拔和激勵機制,已無法適應(yīng)轉(zhuǎn)型期人才發(fā)展戰(zhàn)略的需要。論文結(jié)合企業(yè)戰(zhàn)略和組織文化等內(nèi)容,運用人力資源管理、勝任素質(zhì)理論、戰(zhàn)略管理、組織行為學(xué)、績效管理、心理學(xué)等方面的研究成果,對企業(yè)中層管理者的勝任素質(zhì)模型進行了有益探索,為企業(yè)人力資源管理工作提供科學(xué)的理論依據(jù)。文中,首先對勝任素質(zhì)模型的相關(guān)理論及國內(nèi)外研究現(xiàn)狀進行了詳細闡述,隨后,分析了MY公司的發(fā)展狀況,公司中層管理人員結(jié)構(gòu)及選拔現(xiàn)狀,接著,通過對中層管理人員的調(diào)研和訪談,對調(diào)研數(shù)據(jù)進行統(tǒng)計、分析。結(jié)合企業(yè)發(fā)展戰(zhàn)略和文化背景,建立一套符合通信企亞的中層管理者勝任素質(zhì)模型。最后,探討了勝任素質(zhì)模型在企業(yè)人力資源管理工作中的應(yīng)用,同時也為行業(yè)內(nèi)其他運營商的人力資源管理工作提供了科學(xué)的參考依據(jù)。
[Abstract]:The competition among modern enterprises, no matter how intricate, is focused on the competition of talents. For an enterprise, it wants to be in an invincible position in the fierce market competition. It is necessary to improve the ability and performance level of the members of the organization continuously. In other words, the competence quality of the core employees determines the core competitiveness of the enterprise. The communication operators studied in this paper belong to the large state-owned enterprises. In recent years, by the strong impact from the mobile Internet, the explosive growth of mobile traffic OTT service to the operators of short message and voice services have a huge impact. As a result of the phenomenon of no incremental income, information consumption is constantly transferred to terminals and applications. At the same time, the policy of management changes and increases. And speed up and reduce the cost of operators and revenue end of the pressure. The communication industry is more and more serious homogeneous competition, the three major operators are faced with the situation of management and marginalization. In the critical period of enterprise transformation. Middle managers as the core force of enterprise development, they play a pivotal role in the development of the company. At present, enterprises follow the traditional talent selection and incentive mechanism of old state-owned enterprises. It can not meet the needs of talent development strategy in the transition period. This paper combines enterprise strategy and organizational culture, and applies human resource management, competency theory, strategic management, organizational behavior, performance management. Psychology and other aspects of research results, the mid-level managers of the enterprise competency model has been a useful exploration, for the enterprise human resources management work to provide a scientific theoretical basis. First of all, the relevant theory of competency model and domestic and foreign research status are described in detail. Then, the development of my company, the structure of mid-level managers and the status quo of selection are analyzed. Through the middle management research and interviews, the survey data are analyzed. Combined with the enterprise development strategy and cultural background, a set of middle-level managers in line with the communication enterprise competency model. Finally. This paper discusses the application of competency model in the human resource management of enterprises and provides a scientific reference for the human resource management of other operators in the industry.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F626

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本文編號：1472004